Human Resource Business Partner at Garment Care Limited

Reports to: Head, Human Resources and Admin

Salary: 150,000 - 170,000net salary + HMO + Pension + lunch + staff bus + Performance Bonus

Our client, a service provision organization with value added services targeted at the retail market is looking to hire a Human Resource business partner to join her HR team. In this position, the individual will primarily act as a consultant for company management on all issues related to human resources. He/she will be a proactive communicator and change agent, someone who can successfully balance employee needs with business objectives to create integrated solutions. The human resources business partner will serve as a liaison between upper management, HR departments, and employees to develop, enact, and monitor human resources initiatives and programs across business lines. This is a highly dynamic role, balancing direct oversight of HR efforts and employee relations with long-term strategic direction and implementation of employee hiring and retention plans to enhance business performance and profitability.

Key accountabilities

• Develop and Initiate Human Resources Programs
• Consult with Executives and Managers
• Coordinate HR Efforts between Departments
• Prepare Contracts and Training Materials
• Address Employee Concerns
• Perform day to day HR Functions

Duties and Responsibilities

• Assess and anticipate human resources-related needs
• Write contracts for promotions, transfers, and new hires in collaboration with department management
• Identify training needs and create or procure professional development curriculum
• Monitor training programs to ensure that training objectives are met
• Provide input on workforce and succession planning as well as plans business unit restructuring
• Manage employee performance through effective planning, monitoring, reviews, analysis and feedback systems of the performance management process.
• Develop and nurture partnerships through human resources to bridge the divide between management and employees
• Maintain awareness of the culture, plans, financial position, and competition of the business units under the HR purview
• Conduct regular meetings to check in with each business unit
• Consult regularly with management and provide guidance when appropriate
• Collaborate with colleagues in the human resources department to develop policies, programs, and solutions
• Analyze data trends and metrics to inform business decisions
• Mediate and resolve employee relations issues; conduct thorough and objective investigations when necessary
• Find ways to build morale, improve workplace relationships, and boost productivity and retention
• Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary
• Interpret human resources policy to company management

Skills

• Strategy development and execution –a solid grasp of organizational development and strategic direction guide efforts to align HR efforts with business goals
• Process analysis – successfully examining and analyzing internal processes are essential to identify what is working within an organization’s HR structure and which areas need improvement
• Human resources management – extensive experience in human resources management, including employee evaluations, contract negotiations, and conflict resolution are vital in this position
• Team coordination – because they frequently communicate with upper management, department managers, and HR personnel, human resources business partners are skilled at building and coordinating cross-functional teams
• Communication and presentation – communication is key as human resources business partners present new initiatives and training materials across all levels of an organization

Qualifications

• Bachelor’s degree in HRM, Business Administration, communications, or related field
• Minimum 2 years’ experience in human resource management practice
• Professional development and training are an added advantage
• Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers’ compensation, union relations is required.
• Excellent communication and interpersonal skills
• The ideal candidate should be personable
• Should be proactive and flexible.